Chief People Officer

Privately owned heavy equipment rental organization operating in safety critical, asset intensive environments serving construction, industrial, energy, and manufacturing sectors. The workforce includes operators, mechanics, drivers, riggers, technicians, field supervisors, project managers, engineers, field personnel, and corporate staff across multiple sites and yards. Position SummaryTheChief People Officeris the executive leader responsible for enterprise wide human capital strategy, workforce planning, culture stewardship, and organizational capability. This role partners directly with the CFO and executive leadership team to align talent strategy with financial performance, operational growth, and long term enterprise value creation. The organization operates in a compliance driven, field based environment where technical competence, safety culture, and leadership depth directly impact profitability, asset utilization, and risk exposure. The Chief People Officer must bring experience in industrial sectors such as heavy equipment rental, oil and gas services, construction, manufacturing, or similar workforce models. This role is based in Houston, Texas and requires regular travel to operating locations. Responsibilities:Enterprise Talent StrategyDevelop and execute a multi year workforce strategy aligned to growth plans, fleet expansion, geographic expansion, and margin targets. Lead headcount planning tied to revenue forecasts, equipment utilization, and capital investment strategy. Build labor market intelligence capability to manage skilled trades scarcity and regional pay competitiveness. Design scalable talent acquisition systems for operators, mechanics, project managers, engineers, and corporate leadership. Safety and Workforce CultureEmbed safety as a core people strategy pillar in partnership with operations and EHS leadership. Align performance management and incentive programs to safety outcomes and leading indicators. Strengthen frontline leadership capability to reinforce accountability, discipline, and operational rigor. Drive cultural alignment across field and corporate functions. Leadership Development and SuccessionEstablish formal succession planning for executive and field leadership roles. Build bench strength for branch managers, regional leaders, and functional heads. Implement leadership development programs tailored to industrial environments. Compensation and Total RewardsDesign competitive compensation structures for skilled trades in tight labor markets. Design competitive bonus structures for overhead and corporate functions aligned to EBITDA, cash flow, return on assets, and strategic objectives. Balance cost control with retention and attraction of scarce certifications and competencies. Oversee incentive programs tied to profitability, safety, and operational metrics. Ensure compliance with wage and hour regulations across multi state operations. Align total rewards strategy with financial objectives and capital allocation discipline. Organizational EffectivenessOptimize organizational structure to support scalable growth and margin improvement. Improve cross functional alignment between operations, fleet, safety, finance, and sales. Standardize HR systems and reporting for enterprise visibility. Lead change management initiatives including acquisitions, integration efforts, or geographic expansion. Employee Relations and ComplianceOversee compliance with federal and state labor laws. Manage complex employee relations issues in safety sensitive environments. Reduce litigation and regulatory exposure. Ensure appropriate policies for DOT regulated and safety critical roles. HR Operations and InfrastructureModernize HRIS and workforce analytics capabilities. Build metrics dashboards tracking time to fill, retention, safety incidents, turnover cost, and productivity. Improve onboarding and technical training infrastructure. Strengthen field HR support capability to ensure consistency and responsiveness. Qualifications:Required15 plus years of progressive HR leadership experience. 7 plus years in executive level HR leadership within heavy industrial sectors. Experience supporting field based, safety sensitive, or asset intensive organizations. Demonstrated success in workforce planning for skilled trades. Strong knowledge of wage and hour law, multi state compliance, and regulatory environments. Experience partnering with private ownership or closely held enterprises. Bachelor’s degree required. Advanced degree preferred. Preferred Industry BackgroundHeavy equipment rental Oilfield services Manufacturing with distributed field operations Leadership ProfileOperationally fluent with strong financial acumen and understanding of cost structure drivers. Data driven decision maker who connects workforce strategy to EBITDA and return on invested capital. Direct communicator comfortable in field environments. Balanced perspective between workforce advocacy and performance accountability. Capable of influencing seasoned operations and finance leaders. Compensation:Competitive base salary commensurate with experience. Annual performance bonus tied to enterprise financial and operational metrics. Long term incentive participation may be available depending on ownership structure. Comprehensive benefits package.#J-18808-Ljbffr

Created: 2026-03-05